SHRM’s 2009 conference will likely be remembered for its subdued atmosphere, lack of rah-rah speechifying and pragmatic focus in the Year of the Big, Bad Economic Downturn.Read More
The HR profession has been beaten up by the economy and battered by being the bearers of bad news. So it’s no surprise that attendance is down and things are quiet at this year’s SHRM conference.Read More
Our company is struggling to equip a new squad of managers. What is the best way to bolster their communication skills?
I hope you'll enter this year's Workforce Management Optimas Awards and tell us what your organization is doing that is worthy and impressive-and delivers superior bottom-line business results.Read More
HR professionals work in a field that corporate America defines as ‘overhead,’ which is just another term for expendable. When the budget ax swings, therefore, their careers are often the first on the chopping block. Here’s a prescription for how HR professionals can become ‘career athletes,’ prepared to compete and win in today’s brutal job market.Read More
Here’s the HR Capitalist’s modest proposal: SHRM should spend its $179 million reserve fund to bring badly needed technology skills, leadership chops and business savvy to the profession.Read More
Study’s co-author notes that while shortsighted executives are part of the problem, much of the responsibility lies with HR departments themselves.Read More
Whether your boss is in HR or she’s the person running the entire show, all bosses need some straight talk sometimes from their HR pros before an oversight or blind spot mortally wounds them.Read More
Our company has a small but growing team of young HR professionals. Most are very sound in their skills, but there are some that seem to struggle with prioritizing projects: answering e-mail in a timely fashion, following up with job candidates, and so on. This isn't even our busy recruiting season. We have paid for our HR teams to attend training seminars on organization and setting priorities, but many of them still aren't able to manage their time effectively. Are we overlooking something in terms of their development?
I am a manager who wants to grow and develop. I enjoy helping my employees, but feel I need a little bit of work in this area to help them improve and grow professionally. What training and/or job experiences would you recommend that could help me strengthen my talent management skills? I’m looking for some "tried and true" examples of things that work.